How to Change the Culture of the Workplace

by Jennn Fusion, Demand Media

Changing the culture of the workplace may seem like an insurmountable task.

Corporate Building image by Bobby4237 from Fotolia.com

Changing your workplace culture is one of the hardest tasks you'll have to do. Human nature instinctively rejects change of any sort, even if the change will be beneficial in the long run. Fear and anxiety arise as people wonder: Will I have as much power under the new rules? Do I have job security? Will the new way be better or will it lead to a whole new source of frustration? To win the hearts and minds of your coworkers, you must be cunning about how you approach the creation of a new corporate culture.

Step 1

Identify and attack the root problems in the existing corporate culture. Are the problems related to personnel? Technology? Policies? Communication? Brainstorming with top-level executives helps uncover impediments to productivity. However, you should also arrange a meeting with select employees to find out your staff's perception. Another approach may be to set up an anonymous "suggestion box," which invites comments that employees may be hesitant to bring up in person. If you prefer, you may send out an email survey that asks for feedback on improving performance and satisfaction levels in the workplace. Remember, a happy staff is a productive staff.

Step 2

Get people to come to your side. Understand there are many obstacles to change in the workplace. In their book “Blue Ocean Strategy,” W. Chan Kim and Renee Mauborgne say that people experience cognitive difficulty in understanding why change is necessary. Address this issue by explaining the dangers of inaction. Limited resources, institutional politics and motivation are other obstacles faced by management looking to shake up the company. Needless to say, you can't convert everyone at once, so begin with people who have the greatest influence over the organization. They will be your biggest enforcers and allies.

Start the change with management. There is a trickle-down theory that exists in organizational culture. When management changes their ways, they develop respect and camaraderie with their staff members. Workers like to see managers who are unafraid to roll up their sleeves and do the dirty work. They like managers who listen to their concerns, ask them how their day is going and encourage continual feedback. They like seeing opportunities to advance, train for a new position or receive performance bonuses. Management can offer new ways of showing their gratitude and appreciation for the workhorses of the company.

Step 4

Jazz up the environment for the common worker. If you want to stimulate creativity, productivity and retention in the workplace, re-evaluate your personnel structure. Look for employees' unique strengths and consider creating new opportunities, work groups or task forces that make use of their strengths. Schedule training sessions or allow workers to switch their jobs occasionally to acquire new skill sets. In addition to making the work environment more exciting, consider how you can change the physical look of the office. Add plants to the cubicles or video games to the break-room. Encourage employees with a new egalitarian culture where there is scheduling flexibility, competitive bonus structures and interdisciplinary project teams.

Step 5

Provide incentives for change. Individuals must know that the changes proposed will benefit them in some way. Include rewards for compliance. Commiserate with your workers by saying, "I know it will challenging to learn the new system, but if we meet our goals, there will be something in it for you." Consider planning an all-expenses-paid company picnic to show your appreciation. Create contests that drive performance levels through the roof. For example, one call center decided on a new compensation plan that cut base pay by $1 per hour--which, in turn, afforded a monthly contest to win a new car.

Things Needed

Suggestion box

Tips

Change your staff: If people aren't performing or are bringing a negative attitude to work everyday, then let them go. Workplace culture begins with its people.

Change your attitude: Make sure you're expressing gratitude always and espousing company values that make each employee feel special for being a part of this exclusive workplace culture.

Change the cash-flow: You may need to reallocate funds to different departments.

About the Author

Jennn Fusion has been working as a professional writer for more than eight years. Her work has appeared online at USAToday.com, Chron.com, Business.com, Donklephant.com, BlogTO.com, Crawdaddy.com, MobileLifeToday.com and VicePresidents.com. She also has a variety of copy published on small business blogs and websites. Jennn holds a Bachelor of Journalism and English.

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